内容正文:
Good Leaders Don't Tell Themselves Stories
Personal Perspective: We can't assume we know others' motivations.
KEY POINTS
We often tell ourselves unfounded stories about the motivations of others.
Leaders need to be more objective and refrain from assuming we know the motivations behind others' behaviors.
If we want to know the motivation behind a behavior, we should ask.
We’re on rounds and the resident tells me that Mr. Smith, who is one day post-brain tumor surgery, looks “great.” I walk into the room and notice drooping of Mr. Smith’s right face and a decrement in the fluency of his speech. Minutes later, I have him down in radiology undergoing a CT Scan of the brain to rule out bleeding in the “tumor bed.”
I’m seething. How did the resident miss such obvious signs of potential trouble? She probably hadn’t bothered to examine Mr. Smith this morning. She probably never even laid eyes on him. Yeah, this is probably a function of the all-too-prominent lack of vigilance, lack of attention to detail, lack of caring in our Generation Z trainees. Or, it’s another example of their aversion to interacting with actual human beings. I mean, if something’s not on their phone, it doesn’t exist, right? One way or the other, the resident's going to get an earful from me!
I get home late in the evening and flick the TV to the World War II miniseries, Band of Brothers. In response, my wife frowns and leaves the room. Huh, she was probably planning to subject me to another dose of Masterpiece Theatre. Or, she was expecting me, after the day I had, to take the dog for a walk. She doesn’t care that I’m utterly exhausted.
We all do it, don’t we? In so many of our daily interactions—at work and at home. That little voice in the back of our heads cranks up a narrative about the motivation behind the actions and behaviors of others. And it’s seldom a generous story, one of admiration and respect. No, it’s usually hypercritical, predicated on a lot of uncharitable assumptions.
What if